In many companies today, performance appraisals are all about what is going wrong. That should be turned around, so that there is more of a conversation of what is going right, and if it isn't, how that can be fixed.
Employee surveys are a distraction; they cost a lot of money, produce data of questionable value and waste time and resources that could be better spent on doing business. The problem is they have now become an end in themselves.
Outcomes! Data-driven! Performance management! These words are buzzing throughout the nonprofit sector. Funders want to fund them, nonprofits want to have them. How do you get your nonprofit to the point where data can demonstrate that you're effective?
The Salesforce.com annual pow-wow took place last week amid much fanfare. While I could not attend, I was able to get a first-hand account of it through Terri Griffith, a professor of Management at Santa Clara University's Leavey School of Business.
Managers, listen up: stop making your employees quit -- you're not doing the unemployment rate a favor, after all. Switch up your leadership style and stop watching your best employees walk away. Here's how
At its core, employees need to walk away from their evaluation understanding what effect their past behavior has had on the business and also, what they can do going forward to ensure they continue contributing to their own growth as well as to that of the company's.